One of the many support functions that Learnex Corporate Training offer its clients forms part of the new codes pertaining to BBBEE under the skills development element. The below summary highlights the importance of integrating all learning and development initiatives within the BBBEE codes of good practice.

Skills development is a priority element which amounts to 20 points (and 5 bonus points) of the total scorecard point scoring system. The minimum of 40% of the points within this element must be scored to avoid dropping a level. Companies can only score points on skills development if there is sufficient evidence indicating that black people are being trained in scarce and critical skills. This means that a company can include training conducted on any person that satisfies the definition of a black person / persons as per the BBBEE Codes of Good Practice regardless of their employment status.

Please note the following important amendments to the codes:

  • Trainees do not need to be permanent employees.
  • 85% of the skills development expenditure is to be spent on accredited learning programmes such as Learnerships and SETA accredited skills programmes.
  • Only 15% of your training spend can be used on internal/non-accredited training.
  • Learnerships must account for 5% of staff headcount, of which 100% gainful employment equals 5 bonus points. The monetary value spent on the 5% headcount ratio will also be counted toward the 6% skills development expenditure

Amended Generic Codes of Good Practice: Skills Development

Category Skills Development Element Weighting Points Compliance Target
2.1.1 Skills development expenditure on any programmes specified in the learning programme matrix for Black people as a percentage of the leviable amount.
2.1.1.1 Skills development expenditure on learning programmes specified in the learning programme matrix for black people as a percentage of leviable amount 8 6%
2.1.1.2 Skills development expenditure on learning programmes specified in the learning programme matrix for black employees with disabilities as a percentage of leviable amount 4 0.3%
2.1.2 Leanerships, apprenticeships and internships
2.1.2.1 Number of black people participating in Learnerships, Apprenticeships and internships as a percentage total employees 4 2.5%
2.1.2.2 Number of black unemployed people participating in training specified in the learning programme matrix as a percentage of number of employees 4 2.5%
Bonus Points
2.1.3 Number of black people absorbed by the measured and industry entity at the end of the learnerships programmes 5 100%

What are the limitations on successfully scoring points under the skills development element?

Only 15% of the value of informal, uncertified training will count towards total training expenditure.  Accommodation, catering and travel costs, as well as appointing a SDF will also be limited to the above mentioned 15% of the total leviable value.

It is important for organizations to take note that a valid WSP (workplace skills plan) and ATR (annual training report) are to be submitted to and approved by the relevant SETA where SDL’s (skills development levies) have been allocated to in order to claim for BBBEE pertaining to the skills development segment.

What LearnEx Corporate Training will assist clients with:

Taking the above limitations into consideration, Learnex Corporate Training will address the above mentioned by appointing the following:

  • Appoint a dedicated SDF (skills development facilitator) to the client who will be responsible for the following pertaining the skills development element on the Score card:
  1. Collation of annual data pertaining and related to the EE plan
  2. Registration with the respective SETA as the appointed SDF
  3. Compile and submit WSP (Workplace skills plan), ATR (Annual Training Report) to the relevant SETA which is an essential requirement before points can be allocated under the skills development element
  4. Build Professional development plans for the selected staff members
  5. Assign relevant training plans
  6. Recruitment of Learners (for the unemployed learning initiatives)
  7. Register all the plan learning interventions with the relevant SETA
  8. Coordinate Contact sessions
  9. Project Management over the 12 Month Period
  10. Assist with workplace experience log books
  11. Submit quarterly progress reports to the client and the respective SETA
  12. Align all learning interventions with your current BBBEE implementation plan
OPTION 1
Full consultation (for 12 Months retainer basis)
  • Learning Programmes meeting every second month
  • Limitless telephonic consultation
  • Full WSP, ATR compilation and submission
  • Training plans to be built for the client
  • Training execution managed centrally by the SDF
  • Bi Monthly Progress report and feedback on Training status
  • SETA liaisons managed by the SDF on behalf of the Client
  • Monthly Retainer Excl VAT R3 937
OPTION 2
One Appointment Full Day (8 Hours) SDF
  • WSP compilation and submission
  • Group Learning and Development Plan
  • No additional Support
  • 5 Domains

Avoid time consuming and unclear administrative frustrations.

Make LearnEx Corporate Training your skills development consultative partner!